I work with leaders and senior executives to help them lead employees from marginalised and underrepresented backgrounds with greater empathy and confidence. I'm not a performer, I’m genuine, grounded, and deeply curious about people. I build meaningful connections because I truly care about getting to know the individuals I work with. This curiosity has shaped my life and career. I've been fortunate to work across learning and development, consulting, DEI implementation, and coaching. I create a safe, non-judgmental space where people can take off their masks, speak honestly, and share what’s truly on their hearts, knowing they will be met with respect and understanding.
Deep connections
My mission is to support leaders and senior executives in creating inclusive environments where employees from marginalised and underrepresented backgrounds can thrive. Curiosity about people has shaped my life and career, I build deep, genuine connections because I care deeply about learning from and understanding those I work with. With a background in learning and development, consulting, DEI implementation, and coaching, I bring a multifaceted approach to leadership development. I create safe, judgment-free spaces where people can remove their masks, speak openly, and feel truly seen and heard.
““A bird does not sing because it has an answer. It sings because it has a song.”
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EQ is interesting
Emotional intelligence (EQ) is so much more than just managing your emotions. It’s the ability to pause when something triggers you and ask, “What deeper pain or belief is being touched right now?” EQ is the understanding that life constantly tests us, and that not everything is meant to be held onto. It’s not about suppressing your feelings; it’s about facing them with honesty, healing what hurts, and turning your struggles into strength.
Human tendency
In today’s complex and interconnected world, the organisations that thrive are those that recognise diversity not as a checkbox, but as a strategic advantage. Inclusive leadership means more than inviting different voices to the table, it means actively listening to them, valuing them, and adapting in response. The future belongs to companies that embrace difference as a strength, where leaders have the courage to be vulnerable and the emotional intelligence to foster psychological safety. These leaders understand that innovation flourishes when people feel safe to take risks, share ideas, and be their authentic selves, without fear of judgment or exclusion. I think this isn’t just about doing what’s right; it’s about doing what works.
Rhythm versus ritual
Leadership development is often seen as a box to tick, an inspiring workshop here, a high-impact coaching session there. Research consistently shows that without deliberate follow-through, even the most well-designed training programs fail to drive lasting behavioural change. So the real question becomes: How do leaders ensure they are applying what they have learned?
I think for leadership training to stick, feedback must become part of the culture, not just an annual event. Leadership isn't about perfection, it's about progress, and therefore, progress is far easier to track when you invite honest input from those around you.
Plan for change
How often have you been in a meeting that started with the question, “Are we on track to fulfil our plan?”
In many organisations, governance structures reward sticking to the plan. What if the plan is no longer fit for purpose? It’s not that the original plan was wrong, it was mave been the right approach based on what we knew at the time, but circumstances change. I think real leadership lies in recognising when to adapt. The ability to shift course in response to new information isn’t a failure of planning, it’s a sign of maturity, agility, and good judgement.
Creating equitable spaces
Real leadership is not about avoiding discomfort, it’s about facing it with care. Power dynamics exist in every leadership and coaching relationship, and avoiding them doesn’t erase them, it just lets them operate in the shadows. For leaders committed to growth, the real work is to acknowledge these dynamics and manage them with honesty and integrity. Ignoring power can create unspoken barriers, limit trust, and stifle authentic conversations.
Remember that naming the dynamic doesn’t weaken your authority, I think it strengthens trust. It shows you're aware of your influence and are using it responsibly. Especially when addressing behaviours that clash with your values, the way you engage is critical.
Take responsibility
In today’s fast-paced world, where many interactions feel transactional, choosing to lead with presence and emotional intelligence is not just courageous, it’s transformational. It requires slowing down in a culture that rewards speed, listening deeply when distractions are everywhere, and responding with empathy even when pressure mounts. Leading this way builds trust, strengthens relationships, and creates space for people to show up as their full selves. It’s not about being soft, it’s about being strategic with humanity at the core.
Emotional intelligence helps leaders navigate complexity, manage their own reactions, and foster environments where collaboration, innovation, and accountability thrive. I think in a time when so many are craving connection and meaning, this kind of leadership is more than a skill, it’s a responsibility.
Use this reframe
I think true leadership in relationships regardless of whether they are personal or professional will start with self-awareness. Therefore, the only real shift in any relationship begins with you. When you intentionally change how you show up, not to manipulate or fix, but to create space, you allow others to be who they are. That space invites honesty, reduces friction, and deepens connection. Instead of wishing someone were different, you get to decide how you want to engage based on your values and boundaries.
It's better to show than to tell
When it comes to protecting your reputation, actions speak louder than words. The way you consistently show up in your work, your relationships, and your integrity will always speak more clearly than any explanation you could give. If someone is saying something about you, the emotionally intelligent response is to approach them directly, with curiosity rather than defensiveness. Gossip often stems from insecurity or a desire for control, not truth. As a leader, you have the power to choose your response: is this something worth addressing, or simply information that helps you better understand the dynamics around you? I think in some cases, it’s not about confrontation, it’s about recalibrating your time, energy, and trust accordingly.
In organisations and in life
There will always be those who seek truth and understanding, and those who fall into patterns of gossip or misinterpretation. Some choose to focus on ideas and long-term impact, while others are more preoccupied with personalities or power dynamics. We encounter both rational, thoughtful leaders and individuals who strive for influence in less constructive ways. I think recognising these contrasts is not a reason for cynicism, it’s an opportunity because the more aware we become of these dynamics, the more intentional we can be about the kind of leadership we model and cultivate. We get to choose what we amplify, and that choice shapes the culture around us.
A free flow
One of the most effective and often overlooked strategies is structured feedback. Whether it comes from direct reports, a coach, or even a partner at home, feedback provides leaders with a mirror. It reveals whether intentions are aligning with impact. Yet, in many organisations, feedback remains a neglected tool. Surprisingly, a significant number of senior leaders have never received direct, developmental feedback. Even more striking: many are deeply uncomfortable giving it. Why? I think it’s because feedback is often framed as criticism rather than what it truly is a tool for growth, a signal of trust, and a lever for accountability. When feedback is seen as a gift, it opens the door to real-time course correction and continuous improvement.
Cultivating skills
Comfort is a natural human preference, leadership requires recognising when the pursuit of comfort undermines growth. Discomfort often triggers cognitive resistance, yet it is essential for innovation and learning. Effective leaders distinguish between upholding their core values and reacting defensively when others do not mirror them. How do you lead when faced with perspectives that challenge your beliefs? Leaders who prioritise personal comfort over collective progress risk surrounding themselves with "people like us." I think this dynamic stifles diversity, weakens resilience, and narrows strategic vision.
Start by slowing down
In a world that rewards speed, performance, and certainty, leadership can become narrowly defined. The leaders who create real, lasting change are often those who can slow down long enough to listen to themselves, to others, and to the systems they’re part of. These are the leaders who understand that storytelling isn’t just communication, it’s a tool for connection, transformation, and vision-building.
““Most of the important things in the world have been accomplished by people who have kept on trying when there seemed to be no hope at all.” ”
We are all being shaped
As leaders, we are often encouraged to focus on external metrics, for example, visibility, performance, recognition. When we neglect the internal work, we risk losing our centre. Blaming society or systems may feel justified, and it also gives away our power. Yes, we have all been shaped, some may say manipulated by the pace of social media and the pressure to stay constantly "on." And in that, many have drifted from the deeper roots of community whether that’s Church, Synagogue, Mosque, or simply meaningful service to others. In my opinion, you can't lead with clarity if your life is led by everything else around you. I think by reclaiming your focus, values, and connection it isn’t just personal, it’s part of your leadership responsibility.
Authentic leadership traits
Infographic © Justin Wright
““A cat that dreams of becoming a lion must lose its appetite for rats.””
Building interpersonal skills
If you really want to learn more, start by listening more. It sounds simple but listening with the intent to understand and not to reply is one of the most overlooked leadership skills. Real learning begins when we create space for others to speak, and when we resist the urge to fill that space with our own voice. Nobody has ever learned anything new by dominating the conversation or hearing themselves talk. I think listening is where insight, trust, and real connections are built.
““The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.””
Skin in the game
In my experience, I have discovered a crucial factor that determines the effectiveness of leadership development, having “skin in the game.” Over the years, I have shared leadership insights and strategies with many professionals, sometimes for free and sometimes for a fee. A striking pattern emerged, when people received guidance for free, they rarely implemented it. However, when they paid for the same advice, implementation rates skyrocketed. This observation highlights an important truth: commitment increases when there is something at stake. In our society, money is a common way to ensure this commitment. When individuals invest financially in their growth, they are more likely to take action and extract value from the experience.
Separate but equal
““Strength is the product of struggle, you must do what others don’t to achieve what others won’t.””
Encourage creative thinking
Encouraging creative thinking and embracing new ideas are essential responsibilities of an effective leader, as innovation fuels progress and keeps teams engaged. To cultivate a culture where creativity thrives, leaders must create a safe and supportive environment that allows individuals to experiment, take calculated risks, and view failures as valuable learning opportunities rather than setbacks. By fostering an atmosphere where employees feel empowered to share fresh perspectives and challenge conventional thinking, you not only inspire greater innovation but also drive the organisation forward in an ever-evolving business landscape.
If you're ready to enhance your leadership skills and create a more engaged, motivated, and high-performing team, let's connect. Contact me via email to schedule a 1:1 discovery meeting and take the next step in your leadership journey.